A

SYNOPSIS REPORT
ON
A STUDY ON ABSENTEEISM
AT
HERO MOTOCORP LIMITED

Submitted
By
BANDA LAVANYA
H.T.NO: 1325-20-672-198
PROJECT SUBMITTED IN PARTIAL FULFILLMENT FOR THE AWARD OF DEGREE OF

MASTER OF BUSINESS ADMINISTRATION

Department of Business Administration

AURORA’S PG COLLEGE
RAMANTHAPUR
(Affiliated to Osmania University)
2020-2022
 Aurora’s PG College , Ramanthapur
Department of Management

SYNOPSIS

Title of the Project : A STUDY ON ABSENTEEISM

Student Name : BANDA LAVANYA

Hall Ticket Number : 1325-20-672-198

Signature of the Student :

Signature of the Guide :

 INDEX
. No. CONTENTS Page No

1 INTRODUCTION

2 NEED FOR THE STUDY

3 OBJECTIVES OF THE STUDY

4 SCOPE OF THE STUDY

5 RESEARCH METHODOLOGY

6 REVIEW OF LITERATURE

7 INDUSTRY PROFILE

8 COMPANY PROFILE

9 PROPOSED OUTCOMES

10 LIMITATIONS OF THE STUDY

11 CHAPTERISATION

12 BIBLIOGRAPHY
INTRODUCTION
Absenteeism is the failure of employees to report for work when they are scheduled to work.
Employees who are away from work on recognized holidays, vacations, approved leaves of
absence, or approved leaves of absence would not be included. Absenteeism is becoming a
serious practice in labor-oriented industries especially in those large industries where laborers
are working in mass. It is a matter of prime concern for the supervisors and managers. They
have to find the ways to overcome absenteeism. Absenteeism is a serious workplace problem
and an expensive occurrence for both employers and employees seemingly unpredictable in
nature. A satisfactory level of attendance by employees at work is necessary to allow the
achievement of objectives and targets by a department. Employee Absenteeism is the absence
of an employee from work. It is a major problem faced by almost all employers of today.
Employees are absent from work and thus the work suffers. Absenteeism of employees from
work leads to back logs, piling of work and thus work delay.

Definitions of Absenteeism
Absenteeism refers to employees’ absence from his regular task when he is normally
scheduled to work.

“Absenteeism is the time lost in industrial establishments by avoidable or unavoidable

absence of employees”.-According to Seligman

“Absenteeism is the practice or habit of being an ‘absentee’ and an ‘absentee’ is one who
habitually stays away”.-According to Hachette

“Absenteeism is defined as pattern of missing work in which employee is habitually and

frequently absent from work”. –Federated Union of Employers.
(FUE)

“Employee absenteeism is all absence from work other than planned holidays”.

- Federated union of Employers.(FUE)

NEED OF THE STUDY:

The importance of human resource management is increasingly realized in industrial and

non-industrial organization both in India and abroad. This realization has come about
because of increasing complexity of management and administration. The present critical
problem facing most HR departments is tackling the problem of absenteeism in their
organization, a predominant feature of Indian industrial life. It fundamentally depends on
the organizational culture, the working condition and the resultant attitude on the
employees. Absenteeism is a predominant problem for a management because it involves
heavy expenses. The present work has been undertaken to analyze the problem of
absenteeism, its impact on HERO MOTOCORP PVT LTD this realization has come
about because of increasing complexity of management and administration. The present
critical problem facing most HR departments is tackling the problem of absenteeism in
their organization, a predominant feature of Indian industrial life. The present work has
been undertaken to analyze the problem of absenteeism, its impact on HERO
MOTOCORP PVT LTD.

OBJECTIVES OF THE STUDY:

i. To identify the rate of absenteeism of “EMPLOYEES”.
ii. To identify the causes of absenteeism.
iii. To suggest any measures to reduce the rate of absenteeism
iv. To provide suggestions in the form of solutions of reduce absenteeism.
v. To identify the level of absenteeism in organization.

SCOPE OF THE STUDY

The development of any organization depends on the regularity of employees. The study
is conducted to know the various levels and reasons for absence of employees in an
organization. By looking it, one can adopt corrective measures to decrease irregularities
in the organization, leads to organizational growth. The study is conducted to know the
various levels and reasons for absence of employees in an organization. By looking it, one
can adopt corrective measures to decrease irregularities in the organization, leads to
organizational growth
RESEARCHMETHODOLOGY

The research reveals that one of the major problems is absenteeism in our industry.
Absenteeism hinders planning, production, efficiency and functioning of the organization.
In fact, high rates of absenteeism affect an organization state of health and supervisory
and managerial effectiveness.

SAMPLE SELECTION AND SIZE

The population for the study comprised of absentees for current year, the total sample 50
employees.

DATA COLLECTION AND STATISTICAL TOOLS

The sources of data for the purpose of study were both primary and secondary. Primary
data was collected through questionnaire, which was mainly close –ended Questionnaire
and discussion with employees whereas secondary data was collected from records
maintained by personal department and time office. Percentage method is used for the
analysis of data and bar graphs, pie charts are used to present that data.

Primary Sources

Primary Data are in the form of “raw material” to which statistical methods are applied for
the purpose of analysis and interpretations. The primary sources are discussion with
employees, data collected in questionnaire.

Secondary Sources

Secondary data’s are in the form of finished products as they have already been treated statistically in
some form or other.

The secondary data mainly consists of data and information collected from records, company websites
and also discussion with the management of the organization. Secondary data was also collected from
journals, magazines and books
2.1Theoretical Background
CONCEPT OF ABSENTEEISM
The habitual non-presence of an employee at his or her job. Possible causes of absenteeism
include job dissatisfaction, ongoing personal issues and chronic medical problems.
Regardless of cause, a worker with a pattern of being absent may put his reputation and his
employed status at risk. However, some forms of absence from work are legally protected
and cannot be grounds for termination.
In India, two agencies collect and compile data on absenteeism.
a. Labor Bureau, Shimla
b. Annual Survey of Industries, Kolkata.
According to Labour Bureau of Shimla: Absenteeism is defined as the total man shifts lost
because of absence as percentage of total number of man shifts scheduled to work.
In other words, it signifies the absence of an employee from work when he is scheduled to be
at work. Any employee may stay away from work if he has taken leave to which he is entitled
or on ground of sickness or some accident or without any previous sanction of leave. Thus,
absence may be authorized or unauthorized, willful or caused by circumstances beyond one’s
control.
Maybe even worse than absenteeism, it is obvious that people such as malingerers and those
unwilling to play their part in the workplace can have a decidedly negative impact.
Such team members need individual attention from front line supervisors and management.
Indeed, as prevention is better than cure, where such a problem occurs, it is always important
to review recruitment procedures to identify how such individuals came to be employed in
the first place.
For any business owner or manager, to cure excessive absenteeism, it is essential to find and
then eliminate the causes of discontent among team members.
If they find their supervisor or job unpleasant, - unpleasant - they look for legitimate excuses
to stay home and find them with things such as upset stomachs or splitting headaches.
Any effective absentee control program has to locate the causes of discontent and modify
those causes or eliminate them. In other words, if we deal with the real reasons team
members stay home it can become unnecessary for t hem to stay away.
Any investigation into absenteeism needs to look at the real reasons for it.
Sometimes team members call in sick when they really do not want to go to work. They
would not call you up and say, “I’m not coming in today because my supervisor abuses me.”
2.2 ARTICLE/JOURNALS
The following are the outcome es of studies conducted by various researchers on Employee
absenteeism practices in Organizations:

LITERATURE REVIEW-1

TITLE: Employee absenteeism

JOURNAL: Published by babu K.V.S.N Jawahar,valliS.kaleshaMasthan

(Volume 14,Issue 2 (Nov,- Dec.2013))

ABSTRACT:

Health, safety and the welfare are the measures of promoting the efficiency of employee. The
various welfare measures provided by the employer will have immediate impact on the
health, physical and mental efficiency, alterness, morale and overall efficiency of the worker
and there by contributing to the higher productivity. The basic propose of employee
absenteeism is to enrich the life of employees and to keep them happy and conducted.
Welfare measure may be both statutory and non-statutory; laws require the employer to
extend certain benefits to employees in addition to wages or salaries. In the present study an
attempt has been made to study the employee absenteeism facilities and its impact on
emlpoyee’s efficiency at vindhaTelelinks Ltd. Rewa Madhya Pradesh. The study show the
employee absenteeism facilities and its impact on employee efficiency at vindhatelelinks Ltd.
Rewa appear good. The average mean score and percentages score of the overall of 22 items
has been computed at 3.64(66%).

LITERATURE REVIEW -2

TITLE:A study on employee absenteeism measures

JOURAL:Published by Logasakthi K. and Rajagopal K.(2013)

Vol.1(1)pp 1 -10.(2013))

ABSTRACT:

The present study is made an attempt to identity welfare facilities and employee’s satisfaction
level about welfare facilities adopted at Bosch limited, Bangalore. To achieve the aforesaid
objective data is gathered from 100 employees of thr organisation with random sampling
technique. It is found that most of the respondents are aware about the legislative and non-
legislative employee absenteeism facilities provided at the company, welfare facilities like
medical, canteen, working environment, safety measures etc., are provided by the company.
And most of the employees are satisfied with the welfare facilities adopted by the company
towards the employee’s welfare.

LITERATURE REVIEW -3

TITLE: Current trends in employee absenteeism schemes.

JOURNAL:Published by MohanReenu and Panwar J.S (2013)

(Vol. 1,Issue 6, Nov 2013)

ABSTRACT:

Employees are undeniably crucial stakeholders who influence organizational effectiveness by

stabilizing the tremors caused by business environment. Every organization has an
inexplicable role to play in providing welfare facilities to the stakeholders not just monetary
but also non-monetary, which go beyond money of which employees are the one who make
the cut if prioritized. A satisfied employee is the key ingredient for progress of every
organization and the concept of employee was and will always a part of organizational
efficiency. These facilities may either be voluntarily provided by the progressive and
enlightened at will as a social responsibility towards employee, or laws may compel them to
make provision for these facilities by the government and trade unions.Employee have
always been an integral part of an organisation and in and this study an effort is put to realize
the measure implemented to seek employee absenteeism service sector by the way of making
their work life contented.

LITERATURE REVIEW -4

TITLE:Journal of Workplace Behavioural Health

JOURNAL:Published by Joseph I. and Varghese R.(2009)

Vol. 24 (1&2) pp: 221-242.

ABSTRACT:

Welfare is concerned with the total well being of employees both at work and at home.
Employee absenteeism entails all those activities of employer, which are directed towards
providing the employees with certain facilities and done towards the comfort and
improvements of employees. Health, safety and welfare are the measures of promoting the
efficiency of employee. The various welfare measures provided by the employer will have
immediate impact on the health , physical and mental efficiency, alertness ,moral and overall
efficiency of the worker and there by contributing to the higher productivity. The basic
purpose of employee absenteeism is to enrich the life of employee and to keep them happy
and conducted. Welfare measures maybe both statutory and non-statutory,laws required the
employer to extension benefits to employees in additional to wages or salaries. In this paper
and attempt has been made to study the employee absenteeism speciality and it's impact on
employees performance.

LITERATURE REVIEW -5

TITLE: Employee absenteeism measures in mining industry - A study with reference to

statutory welfare measures.

JOURNAL:Published by Resma S. and Basavraju M.J.(2013) Volume.3(7) PP.157-164.

ABSTRACT:

The present study is made an attempt to identify the employee absenteeism measures adopted
in IT industry . Employee absenteeism means anything done for the comfort and
improvement of the employees oven about the wages paid which is not a necessity of the
industry. The basic purpose of employee absenteeism is to enrich the life of employees and
keep them happy. Employees spend at least half their time at work or getting to it or leaving
it. They know that they contribute to the organisation when they are reasonably free from
worry and they feel that when they are in trouble/problems, they are due to get something
back from the organisation. People are entitled to be treated as full human beings with
personal needs hopes and anxieties.
INDUSTRY PROFILE
The automobile industry in India is the ninth largest in the world with an annual production
of over 4.2 million units in 2011 In 2012, India emerged as Asia's fourth largest exporter of
automobiles, behind Japan, South Korea and Thailand.
Following economic liberalization in India in 1991, the Indian automotive industry has
demonstrated sustained growth as a result of increased competitiveness and relaxed
restrictions. Several Indian automobile manufacturers such as Tata Motors, Maruti Suzuki
and Mahindra and Mahindra, expanded their domestic and international operations. India's
robust economic growth led to the further expansion of its domestic automobile market which
attracted significant India-specific investment by multinational automobile manufacturers. In
February 2009, monthly sales of passenger cars in India exceeded 100,000 units. bryonic
automotive industry emerged in India in the 1940s. Following the independence, in 1947, the
Government of India and the private sector launched efforts to create an automotive
component manufacturing industry to supply to the automobile industry. However, the
growth was relatively slow in the 1950s and 1960s due to nationalization and the license raj
which hampered the Indian private sector. After 1970, the automotive industry started to
grow, but the growth was mainly driven by tractors, commercial vehicles and scooters. Cars
were still a major luxury. Japanese manufacturers entered the Indian market ultimately
leading to the establishment of MarutiUdyog. A number of foreign firms initiated joint
ventures with Indian companies.
In the 1980s, a number of Japanese manufacturers launched joint-ventures for building
motorcycles and light commercial-vehicles. It was at this time that the Indian government
chose Suzuki for its joint-venture to manufacture small cars. Following the economic
liberalization in 1991 and the gradual weakening of the license raj, a number of Indian and
multi-national car companies launched operations. Since then, automotive component and
automobile manufacturing growth has accelerated to meet domestic and export demands.
HISTORY OF THE TWO WHEELERS:
The Britannica Encyclopedia a motorcycle as a bike or tricycle propelled by an
internal –combustion engine (or, less often by an electric engine). The automobile was the
reply to the 19th –century reams of self-propelling the horse-drawn bikeriage. Similarly, the
invention of the motorcycle created the self –propelling bicycle. The first commercial design
was three-wheeler built by Edward Butler in Great Britain in 1884.
COMPANY PROFILE
Hero MotoCorp Ltd. (Formerly Hero Honda Motors Ltd.) is the world's largest manufacturer
of two - wheelers, based in India.
In 2001, the company achieved the coveted position of being the largest two-wheeler
manufacturing company in India and also, the 'World No.1' two-wheeler company in terms of
unit volume sales in a calendar year. Hero MotoCorp Ltd. continues to maintain this position
till date.
Today, every second motorcycle sold in the country is a Hero Honda bike. Every 30 seconds,
someone in India buys Hero Honda's top-selling motorcycle – Splendor.
VISION
The Hero Honda story began with a simple vision – the vision of a mobile and an empowered
India, powered by Hero Honda. This vision was driven by Hero Honda’s commitment to
customer, quality and excellence, and while doing so, maintaining the highest standards of
ethics and societal responsibilities. Hero Honda believes that the fastest way to turn that
dream into a reality is by remaining focused on that vision.
STRATEGY
Hero Honda’s key strategy has been driven by innovation in every sphere of activity –
building a robust product portfolio across categories, exploring new markets, aggressively
expanding the network and continuing to invest in brand building activities.
MANUFACTURING
Hero Honda bikes are manufactured across three globally benchmarked manufacturing
facilities. Two of these are based at Gurgaon and Dharuhera which are located in the state of
Haryana in northern India. The third and the latest manufacturing plant is based at Haridwar,
in the hill state of Uttrakhand.
TECHNOLOGY
In the 1980’s Hero Honda pioneered the introduction of fuel-efficient, environment friendly
four-stroke motorcycles in the country. Today, Hero Honda continues to be technology
pioneer. It became the first company to launch the Fuel Injection (FI) technology in Indian
motorcycles, with the launch of the Glamour FI in June 2006.
 LIMITATIONS OF THE STUDY:
There are some limitations for research, which are as follows: -
i. As it was not possible to visit each department, the true picture of working condition
could not be judged.
ii. The employees were busy with their work therefore they could not give enough time
for the interview.
iii. The personal biases of the respondents might have entered into their response.
iv. Some of the respondents give no answer to the questions, which may affect the
analysis.
v. Respondents were reluctant to disclose complete and correct information because; of
a small period only small sample had to be considered which doesn’t actually reflect and
accurate and intact picture.
PROPOSED OUT COMES
 An incentive provides an employee with a boost to their motivation and avoid
unnecessary absenteeism.
 Incentives like two hours of bonus pay for every month of perfect attendance can
improve a lot.
 If you confront an employee about his or her frequent absenteeism and you find out
that it is due to personal problems refer them to EAP.
 Tell employees that they must phone in as early as possible to advise why they are
unable to make it to work and when they expect to return.
CHAPTERISATION
CHAPTER -1 - INTRODUCTION

This chapter includes the introduction of the topic, need, scope, objectives of
the study, Project limitations and methodology of the study.

CHAPTER - 2 REVIEW OF LITERATURE

This chapter includes the theoretical background and articles written by
different authors and brief explanation of the topic.

CHAPTER - 3 - INDUSTRY PROFILE & COMPANY PROFILE

CHAPTER - 4 - DATA ANALYSIS AND INTERPRETATION

This chapter includes the comparative analysis of the financial statements of the
five years data and it also includes the interpretation based on the study.

CHAPTER - 5 – SUMMARY AND CONCLUSION

This chapter includes the overall summary of the project and the conclusion
based on the study during the period.
BIBLIOGRAPHY
1. David A.Decenzo, Stephen P. Robbins (2002), Human Resources Management
John Wiley & Sons, Seventh edition.

2. Kothari C.R. (1990), Research Methodology Methods & Techniques published by

Wishwa prakasan.

3. Stephen P.Robbins (October 2000), Organisational Behavior, Prentice-Hall of India

Private Limited, Ninth edition, New Delhi.

4. P.Sunna Rao (2000), Personnel/ Human Resource Management, Kumar Publishers

Private Limited.

5. Tripathi P.C. (1978), Personnel Management and Industrial relations published by

Sultan Chand and Sons, New Delhi.

6. www.stringinfo.com
7. www.heritage.com
www.heromotocorp.com